Elate helps us ensure the teams are focused on the most important things that drive our growth and are aligned to our long-term vision without a lot of overhead.
Peter Clare President of Jobvite
Elate is easy to use and keeps our team aligned.
Jordan Easley VP Operations + Partnerships, Realync
With Elate, it isn’t just about putting objectives in a tool that isn’t revisited until the end of a quarter. Elate helps bring our strategy to life in a meaningful way that aligns with our long-term vision.
Marcus Hall President | Partner, California Closets
Elate is one of my personal favorites. We use Elate to track KPIs over time in an easy to use dashboard. Elate is incredibly easy to share with stakeholders so everyone on our team knows where we are as a company and where we intend to go. Elate keeps us aligned.
Damola Ogundipe CEO of Civic Eagle
Are you looking for a way to make it easier for your business professionals to meet their goals? If so, you may be thinking about putting objectives and key results to work for you. This is usually shortened to OKRs, and OKRs have become very popular during the past few decades. Even though you probably have an overarching goal or vision for your company, you need to set smaller goals along the way. OKRs will help you do exactly that.
The idea of objectives and key results has been around for some time. Originally, the concept was used by Intel, but made famous by Google when this company was first getting off the ground. Because Google has become one of the most successful technology companies of all time, many other companies in the technology industry decided to put OKRs to work for them as well. Now, the idea of setting objectives and key results has spread throughout multiple industries. Some of the most successful companies of all time have built their success on the back of OKRs. Therefore, if you are planning on starting a new company, you may want to follow this methodology as well.
You may be asking yourself, “what is an OKR?” When it comes to setting OKRs, you need to remember that your goals should be ambitious. If you feel like your objective is going to take you a while to achieve, you are probably on the right track. Then, you need to figure out what metrics are going to be directly responsible for you achieving that specific goal. There may be three or four smaller goals or results you need to make happen along the way. These are going to be your key results. If you follow in the footsteps of OKRs at Google, you should be able to set key results that tie directly to the overall goals you are trying to meet.
When discussing the OKR methodology, it is important to take a closer look at the Google OKR history to figure out exactly how Google did it. When it comes to OKRs explained, the idea of objectives and key results was leveraged by Google to create a framework for defining and tracking individual business objectives along with their outcomes. These objectives are what individuals or organizations would like to accomplish. They are typically qualitative in nature. They should be ambitious, subjective, and bound by time.
Then, the key results have to be specific, measurable, and concrete. The key results have to describe carefully how you are going to accomplish the objective that has been outlined at the top. Then, you measure your key results, seeing if you are on track to accomplish your goal. If you are at risk of not being able to meet your goal, you should be alerted to this, providing you with a chance to make adjustments before you fall short.
One of the biggest mistakes companies tend to make is not clearly setting quarterly or annual goals. By not setting these goals it has an impact on the rest of the company. They try to manage by pushing goals onto each individual department, but these individual goals might not tie together. In larger organizations, individual goals become even more disconnected, and makes it that much harder to cascade through the company. That is why it is important to follow a framework like OKRs instead. If everyone is responsible for setting objectives and key results, you can make sure that everyone at your business is on the same page.
When you are taking a look at Google OKR examples, it is important to understand that there are multiple ways you can set goals for your business. For example, you may be taking a closer look at OKR vs KPI vs MBO. This could even include an OKR vs KPI PDF to track results. In order to make the right decision for your company, you should take a closer look at each of these individual ideas.
First, objectives and key results is a collaborative process that has been made popular by companies such as Google. It has also been adopted by companies throughout all industries and of all sizes. The biggest benefit of OKRs is that they are transparent. The key results define how a goal is going to be met. Because OKRs tend to be transparent and public, it is easier for you to cascade goals throughout your organization. This prevents your business from turning into multiple silos.
When looking at an OKR vs KPI, KPI stands for key performance indicator. Your key performance indicators are important because they provide you with a handful of numbers that are directly related to the success of your company. In some cases, these are result indicators. In other cases, they are leading indicators. These indicators let you know if you are on track to achieve your results. The biggest benefit of KPIs is that they are objective. They are easy to track, and are closely related to the success of your company. The biggest drawback of KPIs is that many people end up setting too many or not tying them to a desired outcome. This can make it hard for you to keep track of what is going on at your company, and how projects across departments are connected.
Finally, it is important to look at an OKR vs MBO as well. MBO stands for management by objectives. This is an older methodology of setting goals that was originally outlined during the 1950s. Now, it appears to be making a comeback. The biggest benefit of using MBOs is that they establish clarity between a manager and his or her direct subordinates. The expectations are obvious and define how compensation is going to be impacted. People like to know how they are going to be evaluated. On the other hand, these goals are usually only set once per year. In today’s fluid business world, this might not be the best method to choose.
If you are wondering how Google constructed objectives and key results, you may want to take a closer look at OKR examples. For example, a Google OKR template can help you take a look at OKR examples for growth. When you are trying to develop company OKR examples, it might be helpful to take a look at real OKR examples that are broken down by individual departments.
For example, if you are trying to look at sales OKR examples, you might have an overarching objective to double revenue in three months. How are you going to get there? There might be several key results you would like to meet. For example, you need to increase outbound opportunities by 250%, create 75% more website impressions, and generate 50% more pieces of content. Or, you might like to expand the new customer contract value you offer by 50 percent by the end of the quarter. Or, you would like to implement a customer success platform to increase customer NPS by 10%. These are specific key results that could help you become the leading sales team in the industry.
If you are trying to look at product OKR examples, there are several ways you can use objectives and key results to help you in this area as well. For example, you might want to launch a new product feature that increases product stickiness by 25%. How are you going to get there? You may need to add two software engineers you have by the end of the month. Then, you may also need to beta test your new product with 15 customers in sixty days. Finally, you may also need to collect feedback from trial users by the end of the quarter. This could help you introduce your new product to the market by the end of the year.
Clearly, there is a lot that goes into setting objectives and key results. You need to make sure you not only set OKRs, but evaluate them quickly as well. That is where OKR software can be helpful. When taking a look at the OKR software definition, this is a software solution that can help you quickly and easily keep track of the OKRs that are set by the company, departments, and individual members of your company. If you are looking for the best OKR software in 2021, you might be tempted to use a free OKR software option; however, this is not the way for you to get the most out of your objectives and key results.
Instead, you should be evaluating the overall value and impact of the solution. Start with the question of whether the value outweighs the pain to implement a new solution. Elate was built as an easy, intuitive solution that delivers the best software for objectives and key results in 2021. Our platform makes it easy for you to keep track of your OKRs across multiple departments. For example, you may have executives, managers, and individual employees who each have their individual OKRs. You need to make sure they are on the same page. Elate not only allows OKRs to be easily implemented and reported on, but it also surfaces insights on OKRs that are trending towards being at risk or falling off track.
If you are starting a new company, you need to make sure you take advantage of everything OKRs have to offer. The only way you are going to be able to do that is if you can track your results effectively. Elate will let you know when you have fallen short of your OKRs, when it is time to review OKRs in a feedback session, and when you have met your objective. That way, you can make sure everyone is working together toward one common goal. Get the most out of your OKRs by investing in a strong solution that can help you track your performance over time.